Black History Month: Beyond Words

Why many of the UK black community are fed up with Black History Month (BHM), and 13 initiatives businesses can do to show lasting allegience

Say those 3 words within the black community and you're likely to get one of two reactions - like marmite, which way the toilet roll should hang, or the use of the n-word "No".

Here's the thing.

For some, it is a beacon of hope. It represents the journey through oppression that shouldn't be forgotten, the power imbalance that still exists in the world, and the efforts those within and without the community have made to create a world where "little black boys and black girls will be able to join hands with little white boys and white girls as sisters and brothers" (Rvd Martin Luther King Jr: I have a dream speech).

However, I've been in enough rooms to hear that for others, through individual experiences especially, it can be a painful reminder that we are not yet considered equal.

Some arguments I've heard are:

1. Limited Focus: Critics argue that dedicating only one month to black history can inadvertently perpetuate the idea that black history is separate from or less important than the broader history of humanity. They argue that black history should be integrated into the regular curriculum throughout the year to promote a comprehensive understanding of history.

2. Tokenism and Superficial Recognition: Some argue that Black History Month has become a token gesture, with companies and institutions dedicating a month to black history without making meaningful, sustained efforts to address systemic racism and ensure racial equity. They contend that symbolic gestures, without substantive action, can be perceived as performative and shallow. This also includes filling positions only to meet diversity quotients.

3. Historical Contributions Overlooked: Critics say that Black History Month tends to focus on a few well-known figures such as Martin Luther King Jr., Rosa Parks, and Harriet Tubman, while overlooking the contributions of lesser-known black individuals and communities. They believe that broader recognition of historical achievements worldwide is needed to provide a more comprehensive understanding of black history and its impact on society.

4. Segregation of History: Some say that dedicating a separate month to black history can inadvertently perpetuate the segregation of history. Similar to the first point, they argue that black history should be integrated into the larger narrative of human history to foster a more inclusive and accurate understanding of the past.

Before moving on, I'd like to add a little context for those who may be familiar with BHM but see it as an American celebration.

What does BHM have to do with the UK?

BHM originated in the United States in 1926 as "Negro History Week" (NHW), established by historian Carter G. Woodson and the Association for the Study of Negro Life and History. It aimed to recognise and celebrate the contributions of African Americans to American history and culture, which were often overlooked or marginalised.

The chosen week in February coincided with the birthdays of Abraham Lincoln and Frederick Douglass - two influential figures in the fight against slavery and racial inequality. NHW gained traction and was widely celebrated within African American communities, schools, and organisations.

In the late 1960s, as the civil rights movement gained momentum, the week-long celebration expanded into a month-long observance. In 1976, President Gerald Ford officially recognised Black History Month as a national observance, urging Americans to "seize the opportunity to honor the too-often neglected accomplishments of black Americans in every area of endeavor throughout our history."

BHM hit the UK in the 1980s, inspired by its success in USA. Ghanian analyst and activist Akyaaba Addai-Sebo played a huge role in organising the UK's first BHM, which was first celebrated in London in 1987.

The aim of BHM in the UK is to recognise the contributions of the African and Caribbean communities to British society, promote cultural diversity, and raise awareness about the history and experiences of black people.

Since its introduction in the UK, BHM has grown in significance and visibility. It is observed annually in October and features a wide range of events, including exhibitions, lectures, performances, and workshops that celebrate black culture, history, and achievements. It provides a platform for education, dialogue, and the recognition of the ongoing challenges faced by black communities, while also honoring their resilience, accomplishments, and contributions to the social, political, and cultural fabric of the UK.

The Last Chapter

The COVID-19 pandemic and the murder of George Floyd had a profound impact on the experiences of black professionals in the workplace. These events brought issues of systemic racism and inequality to the forefront, forcing businesses and institutions to confront their own shortcomings in addressing racial inequities.

Many organisations responded by issuing public statements condemning racism and pledging support for racial justice. Some pledged financial donations or created funds to support organisations fighting for racial equality. Others launched diversity and inclusion initiatives, formed internal task forces, or established employee resource groups dedicated to addressing racial issues and supporting black employees.

Some, posted a black square on social media.

The response from businesses and institutions was mixed, with concerns about performative allyship and superficial actions. Many black professionals expressed frustration over the lack of meaningful and sustained action to address systemic racism in the workplace. They have called for more than just statements and gestures, urging organisations to take concrete steps to dismantle structural barriers, promote diversity in leadership positions, and create inclusive work environments.

However, black employees across multiple sectors simply added to the number of those who came to the realisation that they weren't happy with their jobs during the pandemic. People weren't satisfied with their work environment, the industry they were in, or their work-life balance, and left their jobs - what Anthony Klotz coined as the Great Resignation.

Some may argue we're bouncing back from this phenomenon but many businesses are still having trouble with the attraction, retention and performance of talent

Here are 13 strategies that can help, especially with black talent, in a sustained effort of support and allegiance

Sustaining Change

1. Comprehensive Diversity and Inclusion Training

Invest in comprehensive diversity and inclusion training programs that educate employees about unconscious biases, systemic racism, and the importance of creating an inclusive workplace. What I learned from delivering Unconscious Bias Training for Talawa Theatre Company is that this training should be mandatory for all staff members, from entry-level to executive positions, to foster a shared understanding and commitment to combating racism. Additionally, it should include modules on cultural competency and anti-racist work.

2. Diverse Hiring Initiatives and Targets

Establish clear goals and targets for hiring diverse candidates, including people from the global majority, and other underrepresented communities. Implement recruitment strategies that actively seek out diverse talent pools, expand outreach efforts, and remove biases from the hiring process. Consider partnering with organisations that connect employers with diverse candidates to ensure a more inclusive recruitment process. Another question to ask is what message is being given by the branding that would welcome or deter potential talent from approaching the company. Representation is key.

3. Mentorship and Sponsorship Programs

Develop mentorship and sponsorship programs to provide guidance, support, and opportunities for career growth for marginalised employees and youth from local communities and schools. Connect senior leaders or influential employees with diverse talent to foster meaningful relationships and advocate for their advancement within the organisation. Establish a formal structure for these programs to ensure accountability and maximise impact.

4. Employee Resource Groups (ERGs)

Support and encourage the establishment of ERGs dedicated to fostering inclusion, providing safe spaces, and advocating for underrepresented groups. Allocate designated time for ERG activities, provide budgetary support, and ensure their voices are heard by incorporating their input into organisational decision-making processes. Often they, when empowered and supported to do so, will do the impactful work large organisations may not ever think to do.

5. Supplier Diversity Initiatives

Think about your supply chain and implement supplier diversity initiatives by actively seeking out and partnering with Black-owned businesses and organisations. Establish procurement policies that prioritise working with exceptional diverse suppliers, and provide resources and support to help these businesses grow and thrive. Regularly review and report on supplier diversity progress to ensure accountability.

6. Philanthropy

Devote financial resources towards supporting grassroots organisations, charities, and initiatives that address racial inequality and uplift Black communities - especially any led by employees within your organisation. Establish long-term partnerships with organisations that align with the company's values and actively engage employees in volunteer opportunities that support these causes.

7. Employee Feedback and Listening Sessions

Create a platform for employees to share their experiences, concerns, and suggestions regarding diversity, equity, and inclusion within the organisation. This can be achieved through regular feedback surveys, focus groups, or one-on-one listening sessions with employees. Actively listen to their voices and the key to avoiding performative action is to then incorporate their feedback into the decision-making processes and making implementation of ideas, visible.

8. Cultural Sensitivity Training

Offer training programs that focus specifically on developing cultural sensitivity and fostering inclusive work environments. These programs can educate employees about different cultural practices, norms, perspectives and behaviours. The training should emphasise the importance and benefits of respect, empathy, and understanding when working with colleagues, clients and contractors from diverse backgrounds.

9. Flexible Work Policies

Implement flexible work policies that consider the unique challenges and needs of employees from the global majority. Such policies could include flexible work hours, remote work options, or extended paid parental leave for men, as well as women. This demonstrates the company's commitment to supporting work-life balance and accommodating diverse circumstances.

10. Leadership Development Programs

Establish leadership development programs that specifically target employees from underrepresented backgrounds. Provide mentorship, coaching, and training opportunities to help them develop the necessary skills and confidence to advance their careers. This initiative can help overcome systemic barriers and increase representation in leadership positions. This should also include training and development opportunities for employees who lead or participate in Employee Resource Groups (ERGs). They can enhance their leadership skills, provide networking opportunities, and enable them to drive meaningful change within the organisation.

11. Employee Recognition and Rewards

Implement recognition programs that celebrate the contributions and achievements of employees from the global majority. Ensure that recognition is fair, unbiased, and inclusive of diverse perspectives. Consider establishing awards or incentives that specifically highlight diversity and inclusion efforts within the organisation, sending a message that they are not just supported, but celebrated.

12. Mental Health Support

Prioritise mental health support for employees from the global majority. Create initiatives that address the unique challenges they may face, such as racial trauma or microaggressions. Establish employee assistance programs, counselling services, or partnerships with mental health organisations to ensure employees have access to the resources they need.

13. Transparent Diversity Metrics

Regularly publish and share diversity metrics to hold the organisation accountable and demonstrate progress internally and externally. This transparency can help build trust among employees and external stakeholders, showcasing the organisation's commitment to diversity, equity, and inclusion.

Now What?

Remember, creating lasting change requires continuous effort, evaluation, and adaptation. Companies should regularly assess the effectiveness of these initiatives and make necessary adjustments to better meet the needs of their employees from the global majority.

In celebration of the contributions the black community has had to the development of Great Britain, what initiatives have you seen and done that have proven to have deep, lasting change in your organisations beyond Black History Month, and what could be done to improve efforts?